Executive Coaching Process
The coachee is selected by the organisation and briefed by the coach on the coaching process. Coaching sessions, either in-person or on-line are conducted regularly (typically monthly) for a duration of approximately one hour. More frequent sessions are available for urgent projects.
Coaching sessions are intended to help the executive to focus on predefined and specific goals. They are guided by an individual Coaching Plan that:
Coachees are encouraged to:
Coaching sessions include:
Coachees should keep a Journal that records their challenges in achieving the goals and the outcomes. This assists in monitoring their own behaviour and consciously adjusting their approach as needed.
Coaching should be integrated with the organisation's job assignment, performance evaluation, remuneration and personal development systems. This is usually in conjunction with the human resources department.
Coaching sessions are intended to help the executive to focus on predefined and specific goals. They are guided by an individual Coaching Plan that:
- Defines the measurable goals for both the coachee and the organisation
- Identifies opportunities for coachee to improve their skills
- Identifies specific behaviours to be practised by the coachee
- Maintains an Action Plan that is updated at the conclusion of each coaching session
Coachees are encouraged to:
- Develop new insights into their role and their current situation
- Create options for dealing with issues
- Decide on strategies to bring about desired changes to the situation
- Define and implement actions to achieve their goals
Coaching sessions include:
- A structured conversation about goals
- Asking questions by both participants
- Active listening by both participants
- Creating summaries of key issues
- Sharing observations
- Providing constructive feedback
Coachees should keep a Journal that records their challenges in achieving the goals and the outcomes. This assists in monitoring their own behaviour and consciously adjusting their approach as needed.
Coaching should be integrated with the organisation's job assignment, performance evaluation, remuneration and personal development systems. This is usually in conjunction with the human resources department.